Want to Increase Your Chances of Landing Your Next Dream Job? Here is my framework.

Increase Your Chances of Landing Your Next Dream Job.

I often get asked: 

“Melody, what can I do to increase my chances of landing a job?”

It sounds like a simple question — but the truth is, there’s no one-size-fits-all answer.

Every person is different.

Every industry has its quirks.

Every role comes with its own expectations.

But over years of recruiting for diverse companies — and coaching people at every career stage — I’ve developed a universal framework that works across industries and situations.

This model breaks the job search into six key stages. If you improve your approach in each one, your chances of landing the right role can increase dramatically.

The Six Stages

1. Clarity

2. Marketing Materials & Value Proposition

3. Sourcing Channels

4. Interviewing / Assessing

5. Offer Negotiation

6. Onboarding

   
   

   

   
   

1️⃣ Clarity

Why it matters

Without clarity, you can’t focus your energy on the right opportunities. You end up applying everywhere, using the same CV for every role — and wondering why nothing’s landing. 

How companies do it

Before a job is even posted, hiring managers and recruiters:

• Research the market

• Benchmark roles and salaries

• Hold alignment meetings to define the “must-haves” and “nice-to-haves”

• Decide what success in the role should look like

They know that without clarity, they risk hiring the wrong person — and wasting time.

How career explorers should do it 

You need the same discipline. Before sending a single application:

• Identify your top strengths and development areas

• Define your non-negotiables: salary, work setup, values, growth potential

• List the industries, jobs, and companies you want to target

• Be confident with your elevator pitch and value proposition

This is often harder than it sounds — especially for mid-career professionals or those making a change. You have experience, financial responsibilities, and possibly a fear of “starting over.”

That’s where coaching can help. When you’re clear on who you are and what you want: 

🔹 You make sharper decisions 

🔹 You recognize the right opportunities faster 

🔹 You stop wasting energy chasing the wrong ones

My coaching starts with you — your story, your values, your vision for the next chapter — helping you cut through the noise, reconnect with your priorities, and move forward with confidence.

2️⃣ Marketing Materials & Value Proposition

How companies do it

Once companies know what they need, they create compelling job postings, recruitment videos, and career pages that resonate with their ideal candidates.

How career explorers should do it

Think of your CV, LinkedIn profile, and portfolio (if you need one) as your marketing campaign.

They should:

• Highlight the most relevant experiences for your target roles

• Clearly show your achievements in measurable terms

• Be tailored for each role or industry you’re applying to

Without clarity, you’ll struggle to make your materials truly resonate.

In my coaching sessions, I help clients refine their CV and LinkedIn so they tell a compelling and impactful story — one that gets noticed and earns interviews.

3️⃣ Sourcing Channels

How companies do it

The most common sourcing channel is a job posting. However, Job postings are just one method. Effective companies also:

• Search proactively on LinkedIn and get potential candidates interested

• Tap into referral networks

• Partner with recruiters and agencies

• Build talent pools for future roles

How career explorers should do it

The same theory applies. — don’t just wait for the right job to pop up. I like to say:

You can’t just sit and wait for the phone to ring. You have to create opportunities for it to ring. 

Be proactive:

• Build a target list of companies and check their openings regularly

• Network intentionally — reconnect with old contacts, attend industry events, join online communities. You can read more on my blog How to network during a job search. 

• Seek referrals — they often have a higher success rate than cold applications. Networking helps with this one.

In my coaching, I help clients identify their ideal companies, develop networking strategies, and increase their chances of landing interviews through referrals.

4️⃣ Interviewing / Assessing

How companies do it

This stage is very obvious. Companies design a process that’s meant to evaluate skills, fit, and potential — using interviews, tests, and case studies. Often, each stage has a clear purpose.

How career explorers should do it

Getting an interview means you’ve passed an important hurdle — now, preparation is key. It is important to note that your job is to prepare, not just “show up.” That means:

• Researching the company, role, and interviewers

• Understanding the industry landscape and latest trends

• Anticipating likely questions — and preparing thoughtful answers with real examples

• Preparing your own questions to evaluate the company’s fit for you

Remember: the interview is not just for them to assess you — it’s for you to assess them too.  Read my blog on How to Evaluate Job “Fit” Intentionally to Ensure Your Long-Term Success. 

In my coaching, I partner with my coachees to prepare for their interviews and strategize with them to ensure they stand out in the interview process. I would also do mock interviews and practice with my coaches. 

5️⃣ Offer Negotiation

How companies do it

Once they’ve chosen their candidate, companies work within budgets to craft an offer and “sell” the role — sometimes with meet-and-greets with leaders or behind-the-scenes tours. Some have flexibility for negotiation; others (like management consulting firms) have fixed structures.

How career explorers should do it

Negotiation is part research, part confidence:

• Research market salaries so you know your worth

• Be clear on your ideal range and non-financial priorities (flexibility, growth, benefits)

• Be ready to explain the value you bring and why it justifies your ask

In my coaching, I work closely with clients to develop negotiation strategies so they can confidently secure the package and conditions they want.

6️⃣ Onboarding

How companies do it

They design onboarding programs to integrate new hires, teach them the ropes, and set them up for success quickly. Onboarding also coincides with probation period, and often extend beyond the probation period — depending on the role and company.

How career explorers should do it

Your first weeks are your chance to build credibility, relationships, and momentum. If you missed my blog on onboarding, check out Take control of your onboarding and success in your new job.

In that article, you will learn:

• Be proactive in learning about the business and team

• Deliver early wins

• Invest in building trust with your manager and peers

Coaching during onboarding can make a huge difference — helping you navigate uncertainty and step into your role with confidence.

💬 Final Thought 

Your job search is not just about sending more applications. It’s about being strategic at every stage — just like companies are when they’re hiring.

When you combine clarity, a strong personal brand, proactive sourcing, solid interview skills, confident negotiation, and a strong start in the role — you put yourself in the best possible position to succeed.

👋 Let’s Connect

 If you’re navigating a career transition and want tailored support, I’d love to help at any stage you are currently in. Together, we can explore your options, build your confidence, and make sure you show up with purpose in your next chapter. 

📩 Message me on LinkedIn or email me at melody@poppartners.org